Remember the old leadership style of command and control? Where leaders were expected to tell people what to do, have all the answers, closely adhering to the  all-knowing superhero archetype?

This leadership worldview is outdated.  This definition of a great leader is not true today.

We are in era where adapting our mindset and skillset is as necessary as donning on an oxygen mask to climb Kilimanjaro.

This means:

More coaching,

More collaborating,

More influencing, and;

Less hierarchy,

Less controlling,

Less directing.

But you don’t have to take my word for it. A comprehensive study conducted to date on the effects of an organisation adopting a ‘coaching culture’ showed some startling results.

Coaching led to:

• a 10 to 20% increase in employee satisfaction

• a 12% increase in customer satisfaction

• a 50% improvement in employee communication, collaboration, conflict management, and coaching

• Nearly three times the normal business impact on bottom line.*

And this is against a backdrop results from a recent UK study which showed:

• 50% of people would fire their bosses if they could

• 45% drop in profitability in poorly managed teams

• 40% of employees aged 25-34 and 44% of employees 24 or younger are considering leaving their employers

• 53% of organisations are facing talent shortages

Pretty concerning statistics. But also enlightening.

It makes sense from a financial as well as altruistic and selfish perspective to become a better coach as a leader. See here and here for starters.

Coaching is not an addition to a leader’s job, it’s an integral part of it.

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*2010, Genentech employed The Advantage Performance Group